Expert tips on trainee programs

July 18, 2016

Just a few years ago, trainee programs only existed in a few industries and the word was largely unknown. Today, all large corporations as well as medium-sized and small companies offer this form of career entry. But what is behind it and what does a graduate actually get into?

You can see it from a sporting point of view: trainee means something like young player. Many companies therefore like to use sports metaphors when advertising their trainee programs. You then read about the opportunity to “join a great team” or “become part of a large, motivated team.” But how do you get into the “Olympic” talent pool?

It usually starts with the assessment center, an application marathon and performance check in which the candidates are put through their paces. It usually consists of job interviews, sample work and case studies as well as shared meals, teamwork and presentations. The potential “young players” are observed by HR managers and future bosses. You want to see who fits the company best, who is particularly suitable to complete the “team”.

Crucial question at the start of your career: trainee or direct entry?

While a few years ago trainee programs were only offered by a few corporations and primarily in the field of economics, today they are widespread across all industries and are in great demand. According to a survey of 600 students by the consulting firm Kienbaum, almost half of university graduates would prefer to start their career through a trainee program: For 46 percent of those surveyed, this would be the right way, while 47 percent would prefer direct entry.

Whether direct entry or initially completing a trainee program is recommended certainly depends on the degree and age, the industry, the qualifications and - not to be underestimated (!) - the personality of the graduate. In general, you should be aware of the fact that when you join directly, you hold a permanent position in the company, with a fixed range of tasks and requirement profile. Of course, there is also a training phase here, but soon you have to work independently. The trainee program, on the other hand, offers a variety of orientation options. The trainee is assigned an experienced colleague, usually a former trainee or a project manager, as a mentor or sponsor. Together we discuss and plan in which direction the trainee would like to develop, which aspects could be interesting and where he sees himself in a few years. More and more companies are also offering their trainees the opportunity to work abroad for a few months. Where the direct entrant is immediately introduced to a specific job profile, the trainee moves through up to five departments in the company during the program, which lasts an average of around 17 months. A real plus point because you get to know as many areas as possible.

Salary: good | Probability of takeover: high

Anyone who is still in the orientation phase is well advised to take a general program. If you already have precise ideas, it is better to try for one with a fixed target position. Trainees quickly take on responsibility during their work, are entrusted with their own projects, and fulfill tasks that go beyond the requirements of the interns or working students. Many companies also offer young graduates the opportunity to build their own network through trainee get-togethers or events.

Trainee contracts are usually limited in time because the program is intended to mark a beginning. However, the chances of being taken on at the end of the trainee program are very good. The pay is also generally considered fair and is on average around ten percent lower than for direct entry. However, many companies pay according to industry rates. Salaries vary depending on the industry and company and are generally between 12,000 and 60,000 euros gross per year. If you take the middle as a guideline: not so bad for a “young player”.